Recruitment, Documents Produced During Recruitment Process

Topics: Employment, Recruitment, Job description Pages: 5 (1498 words) Published: May 12, 2010
What is ‘recruitment’?

Recruitment is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the: * Right person

* In the right place
* At the right time;
For some components of the recruitment process, medium and large size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. Recruiting individuals to fill particular posts can be done either internally or externally. Internally means that a job vacancy is filled from within the business and existing employee rather than employing externally. Externally is when recruiting people from outside. In the table below you can find the advantages and disadvantages of each method of recruitment: Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. The methods used to recruit internally are intranets, staff notice-board, meetings, word-of-mouth, e-mail, and company’s newsletters. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. The methods used to recruit externally are: job centres, job advertisements, recruitment agency, and personal recommendation. For example job centres are paid by government and are responsible for helping unemployed to get job or training. They are generally free to use. Job advertisements are mostly used by businesses to recruit externally. They can be found in many spaces (newspapers, shop windows, job centre, etc), and they mostly include the information related to a job, such as job title, location, job description. Recruitment agency provides employers with details of suitable candidates for a vacancy. The cost is the high agency fees charged - often up to 30% of the first year wages of anyone employed. Source of information found in:
Advantages| Disadvantages|
Internal promotion acts as an incentive to all staff work harder within organisation| Times to time the teaching methods are changing(improving) and the existing employees may not have required work skills, when external candidates may be better suited or qualified for a job| The firm already know the skills of employee (they trust the person ) | They don’t bring new ideas into a business as a new staff| The firm avoid induction training and so do training expenses| Promotion of one person in firm may upset other staff| It is a quick and cheap method of recruitment | An insider may be less likely to make the essential criticisms required to get the company working more effectively| There is always a risk to employ someone from outside| The company will need to replace the person who has been promoted| Its saves the companies time, and staff from inside already know how business operates;| Limited number of applicants, | Internal Recruitment|

Advantages| Disadvantages|
Can select from wider range of talent | More expensive and time consuming| New experience and fresh ideas brought into business| The company might end up with someone who is less effective in practise| There is more prospects available| There maybe jealousy and disrespect for the new hire| The business will be able to recruit the skills it needs.| It is expensive to seek a new hire and they abilities may not be what they representing| People have wider range of experience| Requires longer orientation or adjustment time| Larger pool of workers from which business can find the best candidate| May cost moral problems for internal...
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